Web developers are a hot commodity and if you are in the market for one there are questions you’ll need to answer like: what languages do you need them to know, should their emphasis be on front end or back end, how many years of experience are necessary for them to complete the tasks at hand, do you need them for a specific project or a permanent employee? Once you’ve established what you need (and you know how to speak the tech language with appropriate tech questions) you then need to ensure they are able to fit into the culture of the department. It’s a lot to digest and not for the faint of heart. Here are some tips to help.
1.) Consider an ally. Ask a trusted friend, colleague or one of your employees to help during the interview process. Recruiters also have connections with so many potential employees; even potentials that aren’t actively looking, they know them. Don’t shy away from asking for help from a reputable staffing agency, their connections could save you time and money.
2.) Broaden your search. Searching for a candidate exclusively in your community limits the results. Web developers can, many times, do their jobs well from home, even in pajamas. Expand your horizons and look nationally for your next developer, they may be 1700 miles away but the perfect fit for your needs and budget.
3.) Describe the position and benefits clearly and honestly. In your job description, be clear on the responsibilities of the position, what is expected of them and how their job will impact the company. Perks are an awesome value-add, however, benefits are equally important. Listen to your staff about why they love working for you and create an employee package that is attractive to a new candidates.